A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Will you co-create with me?
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Hi there! I heard this phrase recently - “People support what they help create”. But it’s only part of the story. When people co-create, they don’t just support—they elevate. They build better products, more innovative organizations, and yes, even better books. As part of my writing journey, I’ve had the privilege of interviewing experienced leaders and CEOs. Their insights have been incredibly valuable. Take Hillel Fuld, for instance. He’s a renowned tech expert and startup advisor who believes that while technology can be copied, people and talent cannot. He shared a fascinating story about an investor—the first one in Uber—who met Travis Kalanick, Uber’s CEO. Despite the evident challenges, the investor believed that if anyone could make Uber a success, it’d be Travis. Talent, Hillel argues, is innate. It’s about recognizing it and recruiting people who are not just skilled but truly talented. Read the full interview here In another enlightening conversation, Erik Visser, CEO of Hamlet Protein, shared his thoughts on essential focus areas for a newly appointed CEO. He emphasized the power of questions like, “What would you do if you were the CEO of this company?” and “How can we help you be more effective in your role?” These questions often generate invaluable feedback and help in creating a collaborative environment. Read the full interview here. Speaking of collaboration, I recently wrote an article for Forbes Coaches Council titled The 5 Levels Of Team Trust: Mastering Remote Work Dynamics. In it, I describe the team trust pyramid and how leaders can build trust at various levels. Building trust is crucial, especially in remote teams, and understanding these dynamics can make all the difference. I have to be honest with you, writing about transforming disengaged, alienated teams into high-performing ones is quite a challenge. And I’d love to hear your thoughts. What’s the one thing you would absolutely never want to see in a book on this topic? Just hit reply and share your thoughts. Your feedback could help shape a better, more impactful book. Take care, Daria PS - If you enjoy these updates and want to stay in the loop, follow me on LinkedIn for articles and posts on leadership and team development. |
Meaning Makers
A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Hi Reader, When I started my career in L&D, the approach to people development was pretty straightforward. Everyone gets the same leadership course and the same online library. I remember scrolling through Harvard courses, tailor-made company courses of a variety of topics, and thought - how do people know what's really worth their time? Back then, I knew that real development is personal. The challenge was that personal is almost impossible to scale. Building a tailored growth plan for every...
Hi Reader, For the last few months, I’ve had many conversations with HR leaders and executives about what an AI strategy for their organization should look like. And there’s a paradox running through all of them. Very few CEOs and C-suite leaders rely on their most senior HR leader to unlock the value of agentic AI, even though HR is usually the heaviest user of AI in the building, automating recruitment, onboarding, reporting, and compliance. I wrote about that paradox for the Forbes Coaches...
Hi Reader, One of the most important lessons I learned as a Chief People Officer: it's not enough to know your function. You know how to deliver engagement programs. You know how to develop people, what the key recruiting metrics are, all of it. But the most important thing — the thing that shapes a career — is understanding how your function is driving business results. And this isn't only an HR problem. The same goes for IT, admin, marketing — any function. Some get there. Some don't. Today...